Reflective Report on Leadership, Negotiation Skills, and Problem Solving Skills

This reflective report discusses leadership models, negotiation skills, and problem solving skills. It explores different leadership models such as the Managerial Grid, Four Framework Approach, and Situational Leadership. It also discusses negotiation techniques and problem solving strategies. The report provides insights into the usefulness and appropriateness of these models and skills. Subject: Business Management, Course Code: N/A, College/University: N/A

Reflective Report

Table of Contents
Leadership........................................................................................................................................1
1. Developing model of leadership..............................................................................................1
2. Analysis of performance in comparison of the suggested model............................................2
3. Comments upon the usefulness of model and its appropriateness...........................................2
Negotiation skills.............................................................................................................................3
Problem solving skills......................................................................................................................5
Change management skill................................................................................................................7
Reflective practice...........................................................................................................................8
Conclusion.......................................................................................................................................8
Recommendations............................................................................................................................9
REFERENCES..............................................................................................................................10

Leadership
1. Developing model of leadership
I am studying business management and I have completed my internship at Superdrug
Ltd as a supervisor. While working within the organisation I was leading a team of 20
individuals therefore it was very important for me to guide them appropriately so that all of them
can perform their jobs effectively. For this purpose I was required to focus upon leadership
models. There are three different types of models which are as follows:
Managerial Grid: This framework of leadership is mainly focused with the concern of a
leader for task and other individuals who are working under him. This mode guide supervisors
like me to keep two different behaviours which are consideration which pays attention towards
providing respect to others and second one of initiating structure (Antonakis and Day, 2017). In
this behaviour leaders try to organise, schedule and make sure that all the tasks are completed on
time or not.
Four framework approach: This model of leadership is focused with four different
behaviours of leaders working within the organisation. These are structural, human resource,
political and symbolic. Supervisors who are focusing upon structural framework tend to be
focused with strategy, implementation, experimentation and adaptation. The leaders who are
using human resource framework believe that they should communicate with all the staff
members working within the organisation so that their issues could be resolved. The supervisors
with political behaviour always clarify the results which are required by them from the
employees and they pay attention towards distribution of power. Leaders following the symbolic
framework are focused with playing effective roles and responsibilities at workplace so that the
long term goals of the organisation could be achieved (Robertson, 2016). By using this model I
can deal with all the problems which are taking place at workplace by following four different
types of frameworks.
Situational leadership: This model of leadership is focused with modification in their
behaviour according to the situations taking place within the organisation. There are two
different types of behaviours in this model. They are directive behaviour and supportive
behaviour. When leader emphasise on defining tasks in context of what, when as well as how to
carry the tasks is referred to as directive behaviour (Schoja, 2016). Being a supervisor, this is an
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important aspect to furnish appropriate guidelines to individuals with the ways in which they can
carry out their operations. The supportive behaviour emphasise on development of team and their
participation in different tasks which are being carried out within Superdrug Ltd. This style of
leadership is being utilised by me depending upon the situations which prevails within working
structure (Rosenbach, 2018). Basically in this focus is laid on choosing the appropriate style of
working depending on prevailing environment.
2. Analysis of performance in comparison of the suggested model
The situational leadership model is an apt approach which is being used to deal with
different conditions. This enables leader within development of their people and workgroups,
develop rapport and bring best among their people and utilise appropriate style while rendering
their service. For learning different aspects and bring in innovative solutions for specified
condition, I always made use of democratic style, the reason behind this was that it lead me to
grow as an individual and understand what can be done within respective condition (AnnGordon,
2019). This assisted me to involve employees as well as have their viewpoint on different aspects
which aids me to formulate an innovative solution for dealing with specified situation. It lead me
to acquire me knowledge with respect to what can be done in which context. Along with this,
affiliative style was used when morale of followers was low and it assisted to build up
confidence of team. For an instance if employees felt demotivated with respect to what they are
doing then by appreciating for their work and making them realise value within firm aids them to
boost up their morale and also this enabled me to enhance their morale. All this enabled me to
learn things and ways in which different aspects can be handled. Furthermore, there was also an
enhancement in results attained which implied that my performance was better and it can be
improvised as different aspects were acknowledged. This assisted me to acquire knowledge
which was being used by me to deal and render services.
3. Comments upon the usefulness of model and its appropriateness
The situational leadership is an apt to render services within an organisation as well as
individual. But to appropriately use this model, it is important to be intuitive as it will assist to
acknowledge needs of team members as well as ways in which they can be accomplished. The
reason behind this is that will lead to boost up morale of individuals by providing them with
what they need (Kiersch and Peters, 2017). Mostly, while rendering their services people expect
that their work should be valued as well as appreciated when they attain their target. A word of
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appreciation will serve it and it will lead me to attain targets within stipulated time frame.
Situational leadership will also boost up my communication skill as being leader it is important
to explicate roles and responsibilities which each individual has to carry out for delivering their
services. To create an affirmative environment, interaction is crucial aspect; it not only boosts up
morale but also enhances the knowledge levels. This leads to development of innovative
thinking, analytical capabilities, communication skills and a desire to acquire more in terms of
knowledge (Martin and et. al, 2016). But certain aspects like a continuous supervision of team
and rendering continuous feedback along with these questions can be raised with respect to
project. It is not necessary to utilise them in project but still they might enhance the knowledge
as well as enable to understand the thinking levels of workforce.
Negotiation skills
The discussion which takes place in between different individuals for reaching a acceptable
conclusion to one and all is referred to as negotiation. Basically, it denotes a process in which
people rather than being aggressive on each other, sits together and makes a discussion by sitting
together as well as identifies the pros and cons with respect to specified situation, determines the
alternative solution for having a win win situation for each individual (Johnson and Gratch,
2019). An instance can be taken to understand this concept like when an individual goes to buy a
smart phone they try their best to buy it at lowest possible price and same goes with shopkeeper,
they tends to attain their profit. Thus, negotiation will aid both individual can save their money
as well as shopkeeper will be able to earn profit. This denotes that negotiation will assist within
reduction of disputes and conflicts with each other.
Being a supervisor, negotiation skill will aid me within carrying out analysis for
determination of interest for each party involved in this process (Baron, 2016). An instance can
be taken with respect to situation which occurred while doing internship, an important
consignment was not completed and it has be delivered within 5 working days but it was very
difficult to attain the target. So I tried to negotiate with employees or a team involved within the
project in terms of giving few more hours irrespective of their working time but each tends to
give some sort of reasons or they declined to work more. As I was responsible for the project I
have to make sure that consignment is delivered on specified time frame. Therefore, negotiation
skills were used by me in which I offered them with an option that they can have a holiday for
the extra working hours they will be devoting or an extra amount for work done by them. But
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condition was also put forward that leaves will be given on alternative days so that neither of
operations get affected by unavailability of workforce. This enabled me to influence team as well
as my consignment or project was also accomplished (Mussleman, Jackson and Thiele, 2017).
There exist different models that I can make use of for ensuring that I am able to furnish my
responsibilities in an appropriate manner. Some of them are illustrated below:
RADPAC model of negotiation: It denotes rapport, analysis, debate, propose, agreement
and close. This is most widely used technique of negotiation that is used within corporate world
to ensure that they do not face any kind of loss as well as ensure that there activities are carried
according to their strategies. Each step of this model will ensure me to enhance my performance
and carry out negotiation in an required manner. They are illustrated below: Rapport: It illustrates relationship among parties which are involved within the process
of negotiation. The individuals which are part of this negotiation must be comfortable but
this includes both organisation and employees involved. There has to be a strong rapport
in between them as shown in example specified above. Debate: Without appropriate discussions things or goals cannot be attained, this includes
carrying a relevant meeting with respect to what has to be done and how it can be done
(Martin-Raugh and et. al, 2019). For an instance, the goal was to deliver the consignment
within 5 days for this meeting has to be carried out for making individuals aware about
what is required.
 Propose: As per this, being a supervisor I have to illustrate the ways through which entire
team can attain their goals. But it have to be kept in mind that it must be accomplished
within the specified time frame. For this as per above example the possibilities were
provided to team members as the consignment or project was important it has to be
ensured that on time delivery should be made (Dinkmeyer and Eckstein, 2015). The two
benefits which were given to employees to complete this was that when they will work
extra hours then they can have a leave for it or might get paid and it was completely left
on them to understand which way they have to go but this could be better if there is a
mutual agreement on what they need. Agreement: The agreement can be made between what employees have to do and what
firm will deliver them accordingly. As it was a team project so it was necessary to
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involve management within ensuring that relevant benefits can be provided to their
workforce.
 Close: Now the negotiation is accomplished and individuals are satisfied as they will be
paid for what they have done means that there efforts will be valued.
Now they can carry out their work as per the desired criteria. The goal was to ensure that
both the parties get satisfied with what is offered and what other will get through this. This is
only possible when I possess analytical and innovative approach for ensuring that services are
being delivered as per required criteria.
Win win model: This illustrate the situation in which each individual involved within the
negotiation wins. No one has to face lose and each gets some benefits from it. This is one of the
most accepted model. The reason behind this is that, this will enable both the parties either firm
& employees, organisation & suppliers or enterprise and their customers (Martin-Raugh and et.
al, 2019). Again the same instance can be taken, the benefit that will be attained by organisation
is that there consignment will be accomplished and on the perspectives of employees they can
have either leave or extra payment for work which will be done by them. Both the parties will
have some profit and is enough for motivating them to enhance their morale to accomplish their
objectives.
I think that both the models are appropriate as both will enable firm to attain their goals
within respective time frame. I don't think that it would be appropriate to force individuals to do
something as it will lead to lose only therefore, I prefer that RADPAC model should be used for
carrying out negotiation. Apart from negotiation skills, it will also enhance my skills of
analytical abilities along with innovative thinking.
Problem solving skills
The ability for solving specified problems in an effectual as well as timely way without
any kind of impediments is referred to as problem solving skill. This comprises of identification
as well as definition of problem, generation of substitute or alternative solutions, evaluation &
selection of best disjunctive and execution of specified method (Hesse and et. al, 2015). I prefer
to have a feedback with respective solution so that situation can be handled in an appropriate
way. For this I make use of six step problem solving model which is illustrated below:
Six step problem solving model:This is liable for addressing challenges which occurs
within work place. There are different steps involved within this, they are specified beneath:
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 Define problem:Here diagnosis is carried out with respect to the problem, like its
background, symptoms and context. Once the problem is identified, the further
investigation can be carried out to identify their symptoms, the implications that will be
created by the problem, what will be the affect and how crucial it is to resolve that. The
same example can be taken to understand this aspect like the consignment has to be
delivered within 5 days but after making delivery it was sent back. For this, it is crucial to
understand what went wrong. For this I have to carry out interview, questionnaires and
brainstorming. It will lead them top clarify what the exact problem is. Identification of root cause: Once symptoms or reasons have been identified, it is
important to explore the reason that lead to creation of problem (Jamhari and Sipahutar,
2018). Like the consignment was returned, it can be due to unsealed packaging or their
needs were not accomplished. For this, I prefer to make use of tools such as affinity or
fishbone diagrams and pareto analysis. This technique assists within collation of
information within structured manner and emphasis is laid on underlying the major
causes that lie behind the problem. Develop alternative solution: Creative and analytical problem solving leads to creation
of wide range of solutions and it is not just one. In this context, I emphasise on
identification of distinct solutions for problems irrespective of how eccentric they might
be, determining the ways in which they are associated with root cause as well as
symptoms related with them. Apart from this, distinct solutions can be segregated for
attaining better solution for respective problem. For an example, the reason behind
cancelling of project is unsealed packaging but to ensure that it is not returned back, the
products must be cross checked in context of their quantity as well as sealing is done in a
required way. Selection of solution: Here, entire team i.e. is I and the team members are liable for
evaluation of selected groups, potential solutions as well as they narrow it down to single
solution (Kinicki and Fugate, 2017). But the problem was cancelling of the project due to
inappropriate sealing, along with this I have to make sure that the solution is feasible and
the appropriate results are being attained. Method can be executed by identification of
feasibility aspects associated with this, they are cost, time required for execution, usage
of resources, related risks and benefits which will be delivered through this. I think that
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the project can be successful when all the individuals involved within project are
considered within identification of the reasons. Otherwise, they might not work as it may
seem complex to them. To have better results it is important to take into consideration
there viewpoint also. Implementation of solution: When solution is being identified, initial planning of the
project can be carried out in context of project manager, who has to be involved within its
execution, when the project can be carried, milestones related with this and many others
(Hayes, 2018). For this, I opt for making use of Gantt chart as it provides timeline and
important aspects related with this. It helps me to ensure that changes or implementation
of solution are carried out in an enhanced way.
 Evaluation of outcome:The process of execution has to be monitored for ensuring that
the solution is implemented in an enhanced manner. In this I have to check certain
aspects, they are: milestones are attained, cost is managed & it do not cross the
formulated budget and mandatory work is accomplished.
These are the steps which are involved within problem solving and are utilised while
making approprite solution for respective solution (Kinicki and Fugate, 2017).I ensure that teh
individuals involved within delivery of project are present while msking changes in it as they
have the appropriate knowledge related with this. It will lead to ensure success.
Change management skill
The systematic approach that is being utilised for dealing with transformation or
transition of technologies, processes or goals of an organisation is referred to as change
management. It aims at implementation of strategies which are liable for affecting alterations,
assists people for adapting to alterations and controlling them. These strategies involves
structured procedures through which respond can be generated for specific request (Dhingra and
Punia, 2016). In this context I prefer to make use of ADKAR model which is a bottom up
method that emphasise on individuals behind change. This is not a sequential method and is
liable for attainment of goals to reach them. This involves following aspects: Awareness:It is liable for making sure that employees acknowledge what is need for
change. For this, I ensure that meetings are carried out to show the ways in which
proposed alterations can benefit the situation. This is liable for making implementation
as well as attaining feedback with respect to this.
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 Desire:The appeal has been made within emotional as well as logical manner. It is
crucial for promoting benefits of alterations to specified people. For ensuring this, I
make use of real world examples for making changes as well as comparing their current
position. Knowledge:In this aspect, it is crucial to ensure that each individual knows the ways in
which changes can be made and how they can be utilised for meeting stipulated parts
within the process (Pugh, 2016). I have to break the change into certain steps as well as
identify what different employees have to do for completing these. After this, I have to
make sure that each team member knows how the changes will be made. Ability: In this aspect, I am liable for checking the capabilities possessed by team
members with respect to what extra efforts are required to be made through which tasks
are being carried out. This has to be done with respect to reliability of entire task. It will
lead organisation to make alterations in a measurable as well as consistent manner.
 Reinforcement: It denotes implementation of rewards and incentives for making sure
that alterations can be maintained so that it becomes new norm. I need to ensure that
mistakes are identified as soon as possible so that flaws within method can be analysed.
Apart from this, there exist different models which can be utilised for carrying out
changes (Hornstein, 2015).. I have attain skills with respect to this so that change can be carried
out as per required standards.
Reflective practice
The ability to indicate actions of individuals which will enable to engage within
continuous learning is referred to as reflective practice. I have knowledge related with different
aspects of management but it is important for making sure that what has to be used at what
instance like Tuckmann theory cannot be utilised for defining roles as well as responsibilities to
individuals. I need to ensure that depending upon the situations prevailing I make use of
appropriate theories and models which will lead to attain desired results. But they have to be
quick so that time is not wasted within thinking how things have to be carried out. Skills like
leadership negotiation, problem solving and change management are important as well as
possessed by me. For this analytical capabilities and strong knowledge related with management
must be known in an enhanced manner.
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Conclusion
From above it can be concluded that, skills are essential assets which are being possessed
by each individual and for delivering impelling services firms ensure that they have effective
workforce. Both organisations as well as individuals need to possess these skills by which
services can be delivered in an enhanced manner. To have a sustainable future, it is important for
an individual to possess certain abilities which will aid them to accomplish their responsibilities
in an enhanced way. They includes problem solving abilities, negotiation, leadership and
adaptation to changes which might occur within the working structure.
Recommendations
It is suggested that, depending upon the situations which exist within the working
environment, theories and models must be used. Along with this, it is important to acquire skills
such as time management, decision making and leadership as this will assist to render services in
an appropriate manner. Apart from this, individual need to understand what weaknesses exists in
them so that appropriate countermeasures can be used. Furthermore, it is recommended
that,when leading a group of people their perspective must be acknowledged with certain aspects
like projects on which they are delivering their services and how they think it can be
accomplished. This will lead to generation of sense of being valued in them as well as will
motivate them to work till their entire potential. These skills must be developed by individuals so
that they can sustain within the competitive environment in an appropriate way.
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REFERENCES
Books and Journals
AnnGordon, P., 2019. Volunteer Organizations and Skill Development—Exploring the
Qualitative Research Process. SAGE Publications Ltd.
Antonakis, J. and Day, D.V. eds., 2017. The nature of leadership. Sage publications.
Baron, L., 2016. Authentic leadership and mindfulness development through action
learning. Journal of Managerial Psychology, 31(1), pp.296-311.
Dhingra, R. and Punia, B.K., 2016. Relational analysis of emotional intelligence and change
management: A suggestive model for enriching change management
skills. Vision, 20(4), pp.312-322.
Dinkmeyer, D. and Eckstein, D., 2015. Leadership by encouragement. CRC Press.
Hayes, J., 2018. The theory and practice of change management. Palgrave.
Hesse, F. and et. al, 2015. A framework for teachable collaborative problem solving skills.
In Assessment and teaching of 21st century skills (pp. 37-56). Springer, Dordrecht.
Hornstein, H.A., 2015. The integration of project management and organizational change
management is now a necessity. International Journal of Project Management, 33(2),
pp.291-298.
Jamhari, M. and Sipahutar, H., 2018, December. The Effects of Visual Mapping and Science-
Related Attitudes on Students’ Problem Solving Skills. In 3rd Annual International
Seminar on Transformative Education and Educational Leadership (AISTEEL 2018).
Atlantis Press.
Johnson, E. and Gratch, J., 2019, June. Intelligent Tutoring System for Negotiation Skills
Training. In International Conference on Artificial Intelligence in Education(pp. 122-
127). Springer, Cham.
Kiersch, C. and Peters, J., 2017. Leadership from the Inside Out: Student Leadership
Development within Authentic Leadership and Servant Leadership
Frameworks. Journal of Leadership Education, 16(1).
Kinicki, A. and Fugate, M., 2017. Loose Leaf for Organizational Behavior: A Practical,
Problem-Solving Approach. McGraw-Hill Education.
Martin-Raugh, M.P. and et. al, 2019. Negotiation as an interpersonal skill: Generalizability of
negotiation outcomes and tactics across contexts at the individual and collective
levels. Computers in Human Behavior.
Martin, G., and et. al, 2016. School leader internship: Developing, monitoring, and evaluating
your leadership experience. Routledge.
Mussleman, M.E., Jackson, A.T. and Thiele, A., 2017. Effects of communication and negotiation
training on women’s entrance into the workforce.
Pugh, L., 2016. Change management in information services. Routledge.
Robertson, J., 2016. Coaching leadership: Building educational leadership capacity through
partnership. New Zealand Council for Educational Research. PO Box 3237, Wellington
6140 New Zealand.
Rosenbach, W.E., 2018. Contemporary issues in leadership. Routledge.
Schoja, V., 2016. Leadership Skill-Control: Theory, Practice and Development. diplom. de.
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